Beeline’s Colleen Tiner joined executives from Opptly and NLP Logix to discuss the latest developments in artificial intelligence (AI) in contingent workforce management in a webinar sponsored by Ardent Partners/Future of Work Exchange.
In the August 30, 2024 webinar, Christopher Dwyer, Ardent’s senior vice president of research, Colleen Tiner, chief product officer at Beeline, Lori Hock, chief executive officer of Opptly, and Matt Berseth, chief information officer and co-founder of NLP Logix, delved into the impact of AI-powered contingent workforce management and its role in shaping the future of work. The panel explored the adoption and utilization of AI in talent acquisition, workforce management, and other critical aspects of contingent labor.
Chris Dwyer presented research from Ardent Partners and the Future of Work Exchange which examined how AI and digital transformation are influencing talent acquisition and workforce management. According to the research, digitization and AI adoption are key drivers in freeing human workers for more strategic and creative tasks. Dwyer emphasized how organizations are transitioning towards using contingent labor and prioritizing skills-based hiring over traditional job title-based methods.
A particularly striking finding from the research was the uneven pace of AI utilization. While many businesses are exploring AI, some are already piloting it for specific tasks like candidate screening and job matching. Yet, close to a third of organizations have not begun using AI at all, revealing the complexities and learning curves businesses face in adopting the technology.
The panelists agreed that skills-based hiring is a game-changer for talent acquisition, both of full-time and contingent staff. AI has the potential to revolutionize the hiring process by enabling businesses to focus on specific transferable skills rather than static job titles. Colleen Tiner emphasized how AI can help companies shift from two-dimensional job descriptions to a dynamic, three-dimensional understanding of candidates’ skills, making the hiring process more inclusive and effective. This shift is crucial, she said, especially in the face of shrinking talent pools and evolving job roles.
AI also facilitates the creation of skills taxonomies and helps companies infer skills that may not be explicitly listed on a candidate’s resume, making it easier to discover hidden talent. Lori Hock highlighted how AI can assist organizations in assessing both external candidates and internal employees, uncovering skills gaps and informing succession planning and internal mobility strategies. She noted AI’s ability to focus solely on skills is another critical advantage, reducing bias and fostering greater inclusivity and diversity in hiring practices.
Tiner noted that staffing suppliers have been quicker to adopt AI than managed service providers (MSPs) or clients, primarily focusing on areas like candidate acquisition, prescreening, and nurturing. For businesses, she said the key lies in identifying where AI can provide the most value, whether by saving time, reducing costs, or improving productivity. AI’s impact is particularly pronounced in areas like rate negotiation, market benchmarking, and cycle time reduction, enabling businesses to make more data-driven decisions.
The panel also touched on AI's role in automating repetitive tasks. By handling routine processes like interview preparation, candidate sorting, and even skill assessment, AI frees up human workers to focus on high-value tasks and strategic decision-making, which Hock called the “gift of time.” In this respect, the panelists all agreed that AI offers a path for businesses to do more with less, driving efficiency while enhancing the overall quality of hiring decisions.
Another critical area of discussion was how AI can improve both candidate and hiring manager experiences. Hock stressed the importance of delivering an intuitive user experience for both sides, which is key to driving adoption and success. For candidates, AI enables personalized experiences, allowing them to set preferences for job types, locations, and working conditions. AI can offer real-time job recommendations, automate prescreening, and even conduct AI-driven assessments, giving candidates more control over their journey.
Similarly, AI offers significant benefits for hiring managers. It can provide tailored insights and recommendations based on market data, skills, and candidate availability, ensuring they make more informed decisions. Tiner pointed out that AI can even automate the interview preparation process, saving managers time by generating relevant interview questions based on candidates’ skills and qualifications.
While the panel was optimistic about AI’s potential, they also acknowledged the challenges that businesses face in adopting the technology. Matt Berseth pointed out that many organizations are still in the education phase, trying to understand how best to leverage AI. He said a common stumbling block is that businesses often start with ideas rather than identifying the specific problems they need AI to solve. Without a clear problem to address, AI initiatives can lose focus and fail to deliver real value.
Berseth also emphasized that data is king when it comes to AI. For AI to truly succeed, businesses need to ensure they have high-quality data that accurately reflects their processes and challenges. The panelists agreed that businesses should start small, focusing on specific use cases where AI can make an immediate impact, such as automating repetitive tasks or improving candidate matching.
Looking ahead, the panelists discussed several future trends in AI and talent acquisition. Tiner predicted that AI-driven skills analysis will become increasingly important in both the contingent and full-time workforce. As AI tools become more sophisticated, she predicted they will be able to provide real-time feedback to both candidates and hiring managers, offering suggestions for skills development and career growth based on market trends and demand.
Berseth pointed to the commoditization of language models like OpenAI’s GPT and how this development creates opportunities for businesses to build custom AI solutions tailored to their specific needs. He encouraged businesses to look beyond the hype and focus on integrating AI into their workflows in a way that aligns with their unique challenges and objectives. Hock concluded that AI's future lies in its ability to create a frictionless experience between talent and work. As AI continues to evolve, it will not only enhance productivity and efficiency but also offer businesses a competitive edge in the war for talent. However, she stressed the importance of human expertise working alongside AI, ensuring that the technology enhances, rather than replaces, human judgment and creativity.
The webinar offered a comprehensive exploration of how AI is reshaping the contingent workforce landscape. From skills-based hiring to candidate matching, process automation, and strategic decision-making, AI is poised to revolutionize how businesses manage talent. The key takeaway is that businesses must start small, focus on solving real problems, and embrace AI as a tool that enhances both productivity and creativity, rather than replacing human workers.
To watch the webinar, "AI-Powered Contingent Workforce Management," click here.
For more information about how Beeline is using AI to enhance contingent workforce sourcing and management, contact us.